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Brown Cafe UPS Forum
UPS Union Issues
Is there any contract language regarding reviewing personell files?
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<blockquote data-quote="pemanager" data-source="post: 776379" data-attributes="member: 5027"><p>It depends on how he / she is 'going over the answers'. If they are generally reviewing all of the subject matter, and in the process cover the answers, that is training. If they sit you down in a room and say don't bother reading the test, the answer to question 1 is True, the answer to question 2 is D then it's an issue. You've previously mentioned differences with your local management team, so make sure you're not letting that color your perception as some, depending upon what is actually happening, might see this as a clash of personalities. If it is truly the second scenario, use the open door policy. You don't have to go to your PE management team if you feel uncomfortable doing so. You can go to the Safety Manager or Employee Relations Supervisor / Manager (HR).</p><p></p><p>Ultimately, you, me and any other person who is lockout certified needs to understand lockout, live conveyor, etc.. Not to belabor the obvious, but the potential hazard is such that our understanding needs to be clear and certain. Both from a common sense and regulatory perspective. The training, tests, and rosters are how we demonstrate that understanding. If you are not willing to 'demonstrate' that understanding, the risk is too great to allow you to work on the equipment. If you disagree with the test, it has been accepted as appropriate by OSHA. If you are unable to legitimately answer because of inadequate training then that needs to be addressed ASAP. The best I can recommend in an anonymous world is what I said above. But I will repeat to make sure differences with your management team are not coloring your perceptions.</p><p></p><p>Almost forgot - this is my opinion and not necessarily the view of the organization.</p></blockquote><p></p>
[QUOTE="pemanager, post: 776379, member: 5027"] It depends on how he / she is 'going over the answers'. If they are generally reviewing all of the subject matter, and in the process cover the answers, that is training. If they sit you down in a room and say don't bother reading the test, the answer to question 1 is True, the answer to question 2 is D then it's an issue. You've previously mentioned differences with your local management team, so make sure you're not letting that color your perception as some, depending upon what is actually happening, might see this as a clash of personalities. If it is truly the second scenario, use the open door policy. You don't have to go to your PE management team if you feel uncomfortable doing so. You can go to the Safety Manager or Employee Relations Supervisor / Manager (HR). Ultimately, you, me and any other person who is lockout certified needs to understand lockout, live conveyor, etc.. Not to belabor the obvious, but the potential hazard is such that our understanding needs to be clear and certain. Both from a common sense and regulatory perspective. The training, tests, and rosters are how we demonstrate that understanding. If you are not willing to 'demonstrate' that understanding, the risk is too great to allow you to work on the equipment. If you disagree with the test, it has been accepted as appropriate by OSHA. If you are unable to legitimately answer because of inadequate training then that needs to be addressed ASAP. The best I can recommend in an anonymous world is what I said above. But I will repeat to make sure differences with your management team are not coloring your perceptions. Almost forgot - this is my opinion and not necessarily the view of the organization. [/QUOTE]
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Is there any contract language regarding reviewing personell files?
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